Equality and human rights resources for advisers

What is on this page?

Who is this page for?

the advice sector

solicitors

trade unions

ombudsman schemes

other organisations that support individuals with their problems

Which countries is it relevant to?

Great Britain

The resources and links on this page are available on the Commission’s website and from selected sources. These pages aim to bring those materials together in one place for advisers, so that you don’t have to search for them.

Please note, references to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query.

You are advised to contact our telephone support service, EHRC Adviser Support, if you are in any doubt.

Equality Act 2010 on legislation.gov.uk (external link): if using this version please check whether the provision you are looking at has been brought into force. If there is a grey bar at the top stating 'prospective' then there is likely to be doubt over whether the provision is in force or has been amended. Please contact us if you are unsure.

Codes of practice and technical guidance

Our Codes of Practice are statutory Codes, issued under section 14 of the Equality Act 2006. This means they have been approved by the Secretary of State and laid before Parliament. Tribunals and courts must take into account any part of the Code that appears to them relevant to any questions arising in proceedings.

Our Technical Guidance was prepared and issued on the basis of its powers to provide information and advice under s13 of the Equality Act 2006. They are not statutory codes, however they can still be used in evidence, and if education providers follow them, the codes will help them to avoid having adverse decisions made against them in legal proceedings.

The public sector equality duty consists of a general equality duty and specific duties, which help authorities to meet the general duty.

The aim of the general equality duty is to incorporate equality considerations into the day-to-day business of public authorities. Those subject to the equality duty must have due regard to the need to:

eliminate unlawful discrimination, harassment and victimisation, and other conduct that is prohibited by the Act

advance equality of opportunity between people who share a characteristic and those who don't

foster good relations between people who share a characteristic and those who don't

There are additional, specific duties which apply to devolved public authorities in Wales and Scotland. Please see our country-specific codes.

Search by subject

We've brought together advice and guidance on some of the most common subjects. Please contact usif you can’t find the information you need, need further guidance, or to tell us about any other topics you’d like to see featured.

References to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query. Discrimination law can be very complex, please contact EHRC Adviser Support to discuss your query.

The main provisions of the Equality Act 2010 which are relevant to housing are listed below, however other provisions may have effect depending on the circumstances of the case. Please contact the EHRC Adviser Support Service to discuss your query.

There is no code of practice for schools, instead we have technical guidance. This technical guidance covers the Equality Act 2010.

Schools complaints can be complicated and you are encouraged to contact us if you are new to dealing with discrimination in schools. You may find it more helpful to look at our technical guidance first before looking at the legislation.

Education providers

There is no code of practice for higher and further education providers, however this document provides information about the steps education providers should take to meet their duties under the Equality Act 2010 and may be used in working out whether an education provider has met their duties in respect of your client.

Only the Commission can take enforcement action against a person who placed a discriminatory advertisement, however the fact of a discriminatory advertisement can be used in evidence in a discrimination claim.

The deadline for bringing a claim in employment is three months less one day unless the claim is about equal pay or redundancy, in which case it’s six months less one day. Your claim will not be accepted unless you have an early conciliation certificate from ACAS. Please see the ACAS website for more information.

Note: equal pay claims can also be brought in the civil courts, the deadline for bringing an equal pay claim in the civil courts is 6 years. Please see paragraph 133 of the supplement to the equal pay code of practice.

The deadline for bringing a school’s disability discrimination case is six months less one day in the first tier tribunal (Special Educational Needs and Disability (England), the Special Educational Needs Tribunal (Wales) or the Additional Support Needs Tribunals (Scotland).

The deadline for bringing a schools case, other than disability, in the county court or Sheriff Court is 6 months less one day.

The deadline for bringing a further and higher education case in the county court or Sheriff Court is 6 months less one day.

For schools cases in England see Chapter 8 of the Technical Guidance for Schools in England in our Codes and Technical Guidance section above.

For schools cases in Scotland see Chapter 8 of the Technical Guidance for Schools in Scotland in our Codes and Technical Guidance section above.

For schools cases in Wales see Chapter 6 of the Guide ‘What Equality Law Means For You As An Education Provider: Schools’ in our Education section above.

For further and higher education cases see Chapter 8 of the Technical Guidance for further and higher education, above in our Codes and Technical Guidance section above.